Job Redesign:
Embracing Job Redesign & Flexible Work Arrangements for a Future-Ready Workforce
Table of Contents
Introduction to Job Redesign
Job redesign refers to the process of restructuring work tasks and responsibilities within an organisation to enhance efficiency, productivity, and employee satisfaction.
This process aligns roles with organisational goals, technological advancements, or evolving market conditions. In The Straits Times article, Ms. Evelyn Chow, Managing Director of DecodeHR, notes that job redesign can include job enrichment, job enlargement, and job rotation.
Job enrichment refers to expanding an employee’s role to include more tasks and granting the necessary authority to complete them. On the other hand, job enlargement involves adding more relevant tasks to a role without the additional authority associated with job enrichment, while job rotation offers individuals an opportunity to broaden their skill sets, improve their comprehension of their coworkers’ responsibilities, and gain a wider perspective on how the business runs.
Ms. Chow explains that while “job redesign” might seem daunting, it generally enhances talent retention by creating more fulfilling roles and boosting workforce motivation. Mr. Aslam Sardar, CEO of the Institute for Human Resource Professionals, also emphasises that job redesign is not intended to displace workers but to equip them with valuable new skills for more meaningful tasks.
In the context of flexible work arrangements (FWAs), job redesign becomes crucial as companies adapt to new ways of working that prioritise outcomes over presence.
What is JRCoE?
In response to the need for job redesign, the Job Redesign Centre of Excellence (JRCoE) was established in 2023 to increase awareness and support enterprises through their job redesign efforts. Workforce Singapore has appointed the Institute for Human Resource Professionals (IHRP) to lead these initiatives, acting as a comprehensive resource center. The IHRP will guide enterprises to job redesign resources, best practices, evaluation tools, sector-specific playbooks, and available grants to help them implement business transformation effectively.
Supported by over 20 trade associations and chambers, and advised by a Job Redesign Expert Panel composed of leaders from the Ministry of Manpower (MOM), National Trades Union Congress (NTUC), Singapore National Employers Federation (SNEF), as well as academics and industry experts, JRCoE aims to accelerate workforce transformation in Singapore.
The job redesign process helps employers identify skills gaps within their workforce, enabling them to offer targeted training opportunities. This approach allows employees to acquire new skills, stay relevant, and contribute to a more diverse, skilled, and resilient workforce.
Importance of Job Redesign
1. Adaptation to FWAs: With FWAs becoming more prevalent, job redesign allows companies to reconfigure roles and workflows to accommodate remote work, flexible hours, and varied work locations. This ensures that employees can perform their tasks effectively regardless of their physical presence in the office.
2. Enhanced Productivity: Redesigning jobs can lead to increased productivity by optimising processes and eliminating redundant tasks. By focusing on outcomes and key performance indicators (KPIs), companies can streamline job roles to deliver measurable results rather than emphasising on traditional office hours.
3. Employee Satisfaction and Engagement: Job redesign can boost employee satisfaction by providing greater autonomy and control over how work is performed. This empowerment can enhance motivation and engagement, as employees feel more aligned with their roles and responsibilities.
4. Retention and Recruitment: Organisations that offer well-designed jobs with flexible work options offers greater attraction to bring the right talent. Job redesign, coupled with FWAs, can help differentiate employers in the competitive markets and contribute to higher retention rates.
Benefits of Job Redesign & FWA
Organisation Benefits
Enhanced Talent Attraction and Retention:
- Better Job Fit: Redesigning jobs to better fit employees’ interests and abilities.
- Job Satisfaction and Engagement: Improving job satisfaction and engagement.
- Talent Attraction: Helping attract and retain talent amidst a manpower shortage.
Improved Productivity and Cost Savings:
- Streamlined Processes: Streamlining work processes and reducing costs by optimising the workforce.
- Efficient Operations: Minimising non-value-added activities, leading to more efficient operations.
Increased Agility:
- Optimised Workforce: Optimising workforce to better leverage new business models and technologies.
- Market Adaptability: Enhancing the ability to adapt to new market conditions and technology advancements.
- Improved Competitiveness: Improving customer satisfaction and competitiveness by enabling businesses to pivot and respond effectively to changes.
Performance Focus:
- Outcome Emphasis: Shifting emphasis from hours worked to outcomes achieved.
- Results-Driven Culture: Promoting a results-driven culture with clear performance metrics.
- Objective Assessment: Enabling objective assessment and continuous improvement, aligning individual goals with organisational objectives.
Operational Efficiency:
- Reduced Reliance on Traditional Setups: Reducing reliance on traditional office setups and commuting.
- Cost and Environmental Savings: Lowering operational costs and environmental impact.
- Optimised Resource Allocation: Making more effective use of office space and resources.
Employee Benefits
Enhanced Skills and Career Development:
- Skills Development: Provides opportunities for employees to develop new skills and take on new responsibilities.
- Career Progression: Facilitates career advancement and progression by preparing employees for more complex or higher-level roles.
- Professional Growth: Encourages continuous learning and professional growth.
Better Job Satisfaction:
- Job Satisfaction: Increases job satisfaction by aligning roles with employees’ interests and strengths.
- Sense of Ownership: Provides more autonomy and control over work tasks, leading to a greater sense of ownership and fulfillment.
- Meaningful Work: Allows employees to engage in diverse and meaningful work, enhancing their overall job experience.
Improved Employee Engagement:
- Relevance & Motivation: Fosters greater engagement by making work more relevant and motivating.
- Active Contribution: Encourages employees to contribute actively and innovatively, boosting their involvement and enthusiasm for their roles.
- Alignment with Goals: Strengthens the connection between employees’ personal goals and organisational objectives.
Greater Work-Life Balance:
- Flexible Arrangements: Allows for flexible work arrangements that accommodate personal needs and preferences.
- Well-Being: Supports a better balance between work and personal life, reducing stress and enhancing overall well-being.
Increased Job Security:
- Valuable Skills: Equips employees with valuable skills and experience that are beneficial in a rapidly changing job market.
- Increased Employability: Enhances employability and adaptability, potentially leading to greater job stability and security.
Strategies for Implementing Job Redesign in Singapore
Conduct Job Analysis:
- Evaluate current job roles and responsibilities to identify areas for improvement.
- Understand the tasks, skills, and knowledge required for each role.
Engage Employees:
- Involve employees in the redesign process to gather feedback on their needs and preferences.
- Ensure redesigned jobs align with employees’ expectations and capabilities.
Leverage Technology:
- Utilise digital tools and platforms for remote work and collaboration.
- Implement technology solutions to streamline workflows and enhance productivity.
Develop Clear KPIs:
- Establish performance metrics focusing on outcomes rather than hours worked.
- Create a results-oriented culture with objective performance evaluation.
Provide Training and Support:
- Offer training programs to equip employees with skills needed for redesigned roles.
- Ensure continuous support and resources for a smooth transition.
Foster a Culture of Flexibility:
- Promote a flexible work culture valuing outcomes over presence.
- Encourage trust and accountability, allowing employees to manage their work schedules.
Establish Clear Career Paths:
- Create defined career paths within the organisation.
- Work with employees to set personalised development plans aligned with their skills and career goals.
Implement Mentorship Programs:
- Connect experienced employees with those seeking guidance.
- Facilitate knowledge transfer, skill development, and career support.
Provide Ongoing Training and Development:
- Offer workshops, online courses, and other learning opportunities for employees to support them in staying relevant and acquiring new skills.
- Employers can utilise Workforce Singapore’s Career Conversion Programme, which enables new mid-career persons and existing employees to undergo skill conversion and transition into new sectors or redesigned employment roles with promising prospects and opportunities for advancement. Salary assistance of up to 90% is provided to new hires and/or current employees.
- Employers interested in job redesign can also take advantage of Workforce Singapore’s Support for Job Redesign under Productivity Solutions Grant (PSG-JR) for additional training and funding options, which provides up to 70% financing for job redesign consultancy help.
Case Studies of Successful Job Redesign in Singapore
Asia’s leading communications technology group, Singtel, exemplifies the positive impact of proactive job redesign and upskilling. Since initiating job redesign in 2021, Singtel has successfully upskilled 2,500 employees through its Professional Conversion Accelerator initiative. These employees experienced a 50% or more change in their roles, with Singtel aiming to upskill an additional 500 employees by March 2024.
Key Elements of Singtel’s Job Redesign
Transformation of Customer Service Roles:
- Previous Role: Customer care officers managed routine inquiries and basic service tasks.
- New Role: Care advisers now handle a broader array of products and perform more complex tasks, equipped with advanced digital skills.
- Outcome: Enhanced customer interactions and improved service quality, contributing to higher customer satisfaction.
Enhanced Skill Sets and Responsibilities:
- Skill Development: Care advisers have advanced skills in digital technologies, allowing them to manage intricate customer queries and provide comprehensive solutions.
- Complexity of Tasks: The role now includes managing more complex tasks compared to the previous customer care position.
Career Progression and Pay Packages:
- Structured Pathways: Singtel has introduced clear career progression paths and revised pay packages to reflect the expanded roles and responsibilities.
- Employee Benefits: Enhanced roles and updated compensation have contributed to increased job satisfaction and engagement.
Employee Engagement and Productivity:
- Increased Engagement: The job redesign has led to more engaged and productive employees, better aligned with their roles and the company’s goals.
- Professional Development: Employees like Ms. Angel Chua have benefited from upskilling, allowing them to stay relevant in a dynamic industry and better support customer needs.
Supporting Practices and Programs
Workforce Singapore’s Productivity Solutions Grant:
- Funding Support: Singtel utilised this grant to fund job redesign consultancy, receiving up to 70% in support for implementing effective job redesign strategies.
- Funding Support: Singtel utilised this grant to fund job redesign consultancy, receiving up to 70% in support for implementing effective job redesign strategies.
Upskilling Initiatives:
- Professional Conversion Accelerator: This initiative has helped nearly 1,500 employees transition to new roles, such as data analysis, after gaining knowledge in 5G and other tech skills.
- Learning Academy – Singtel 8George: Singtel is investing $20 million annually in this new academy, offering flexible learning options. Employees can learn at their preferred time and pace, either in person or virtually. Between 2019 and 2022, training efforts drove a 15% annual increase in learning hours per employee.
Employee Feedback and Involvement:
- Engagement: Singtel actively involves employees in the redesign process, gathering feedback to ensure changes meet their needs and enhance job satisfaction.
- Engagement: Singtel actively involves employees in the redesign process, gathering feedback to ensure changes meet their needs and enhance job satisfaction.
Impact and Results
- Enhanced Customer Experience: The expanded roles and advanced skills of care advisers have led to improved service quality and customer interactions.
- Higher Employee Satisfaction: Structured career progression, updated pay packages, and robust training programs have led to increased job satisfaction and reduced turnover.
- Increased Productivity: The job redesign and upskilling efforts have created a more efficient workforce capable of achieving better results.
Singtel’s comprehensive job redesign and upskilling efforts illustrate how strategic investments in employee development can drive business success, enhance customer service, and foster a more engaged and capable workforce.
Future Trends and Considerations
Hybrid Work Models:
- As FWAs continue to evolve, hybrid work models that combine remote and on-site work will become more prevalent. Companies need to design jobs that accommodate this blend of work environments.
- As FWAs continue to evolve, hybrid work models that combine remote and on-site work will become more prevalent. Companies need to design jobs that accommodate this blend of work environments.
Focus on Employee Well-being:
- Organisations will increasingly prioritise employee well-being in job design. This includes considering mental health, work-life balance, and creating a supportive work environment.
- Organisations will increasingly prioritise employee well-being in job design. This includes considering mental health, work-life balance, and creating a supportive work environment.
Data-Driven Decision Making:
- Leveraging data analytics to monitor productivity and employee engagement will be crucial. Data-driven insights can guide continuous improvement in job design and flexible work practices.
EON: Your Pre-Approved Consultant for PSG-JR
EON Consulting is proud to be a pre-approved consultant for the Productivity Solutions Grant for Job Redesign (PSG-JR). This grant is designed to help enterprises in Singapore transform their workforce by redesigning jobs to enhance productivity, improve employee satisfaction, and adapt to evolving business needs.
We have the expertise and experience to guide you through the job redesign process. We will help organisations identify areas for improvement, develop a customised job redesign plan, and implement changes that drive business transformation.
Contact Us
To learn more about how EON can assist you in leveraging the PSG-JR grant for job redesign, or to get started on your application, click here to contact us!
